Welcome to the Human Resources exchange

1. April 19, 2013 Welcome to the Human Resources exchange

2. Goal of the Exchange Process • Help each Member professional to expand their business networks in order for you to improve the efficiency and effectiveness of how you tackle you job functions. • Provide Members with a dynamic and reliable resource to help you solve problems and find new implementable ideas

3. Rules of Engagement • Do not use your HOLD button on your telephone – hearing elevator music in the next 60 minutes is not good! • No body language signs – please be aggressive and speak your mind and thoughts. • Please identify yourself with name and company before speaking. • Take Notes about who is saying what… • Warning: My goal is to facilitate aggressively so we can cover as many topics as possible. • Last but not least, I need your feedback on how to make this process better for you and the participants.

4. Question:Seeking creative wellness involvement programs such as health club reimbursement, walking programs and nutrition; How to manage these?(Shelly Carter & Lori Fisher) • (Hi-tech) Health club discount and company pays a portion of the employees membership fee. • NT – (BWC of Ohio offers a grant to get wellness programs started) • Linda – Quad: Starting the wellness program. They have discounted rates on their health insurance. Offering a health fair and offering different competitions. Get so many points for vision checks, the walking programs, health care screening, etc… • 100% participation for the wellness exams (MI, IL 78 employees) • New vending machine options • Offering fruit in meetings • Many are excited to participate in competitions where rewards are given. • Currently 6 Months into the program: • Median Age: More from 45-55 • If you don’t participate, your premiums are impacted which has helped to motivate employees • We have a broker / Spectrum Agency / Coventry is very big into wellness who really supports the company. With this partnership, they are bringing in other partners. • Initial investment to begin the wellness program: Getting the information out and really educating the employees on the cost of insurance.

5. Question:Seeking creative wellness involvement programs such as health club reimbursement, walking programs and nutrition; How to manage these?(Shelly Carter & Lori Fisher) IVP – Nick: Have a waling trail out back of the facility. Created team programs along with individual prizes for weight loss Recently contracted a vendor to assess employees Moderate to high risk follow-ups based on assessments People really like the walking trail benefit. Company’s CEO is in great shape…filtering down from the top! How this impacts the bottom line in terms of health premiums is still a ? Shelly – PMC – Is there anybody that has calculated a ROI in their wellness program?

6. Question:24/7 Schedule – How to handle special events, company picnics, paid holidays, etc. (Amber Trost) • Nick: If you are on a 24/7 or 3 shift operations, this is a challenge to communicate with employees and enable them to attend. • Linda: Get paid for holidays; It is difficult to get 100% participation due to running 24/7. • Eve – you can shut a plant down when you want to / even if it is for a company picnic. • Pleasant Precision – we come in on off shifts in order to improve participation in events • Shelly – PMC: Company anniversary; we actually used temps in order to keep the operations running so that all employees could participate in the event. • Hope – Events are held a couple of different times – going to a park would be done 3 different times.

7. Question:Training kiosk – do you use one? Do you allow some internet sites on the kiosk? How to set up? (Linda Ford) • Eve: I.T. Group is able to block any / all websites from the back end. • Shelly – PMC – We have a Kiosk where employees access all of their records including W2’s4’s and training documents. They can only get to certain websites including the 401 K, Health Care Vendors, etc… • Desk Top Links are put on the computer. They can’t event bounce to another website. IT should have the knowledge. • The can link off the PMC homepage. We have a DESKTOP with SHORT CUT ICONS

8. Question:Comp. time for salaried people (Jennifer Watters) • Eve: Comp times is used in the public sector. Private sector employers - comp time is not available. • Comp time is defined as overtime. • Salaried employees have no hour limits. You can create an internal policy if somebody works a shorter day and decides to make up the time afterwards.

9. Question: Using Social media to boost morale – are there any concerns or risks? (Carol Donahey)

10. Issue:Successes in engaging employees in safety compliance (Ginger Hill) • Do you ever run into situations where employees push back on new, implemented policies? • Sharon – ATBR – We do our best to communicate. However, we will use progressive discipline if enforcement is now working. • Ginger: We’ve had 3 very serious near misses with mold setters who are very skilled. • Nicky - create a safety team so the employees are part of developing the policies. In OH, BWC has free training on developing Safety Teams. • Where does safety reside in your company? • Ginger – HR • Linda – Safety Director • Shelly – PMC – Facilities Manager + HR share the safety responsibility and use a team approach which is rotated every 3 to 4 months. Team members are on different shifts. Maintenance, Mold setters, operators, m

11. Issue: How can a small company continue to afford employee benefits?; Outsourcing Benefits? (Christine Loranger & Nick Scibona) • Christine: We are part of a PEO who does safety, payroll and other company functions. Increases are truly impacting us, what are others doing to cut costs? • Linda – shift to a high deductible program or HRA program where each employee receives a $1,000 from the company after they meet their high deductible plan. In taking on this responsibility, the HC provider has reduced rates. • 10% to 25% premium increases. • Shelly – PMC – SF • Are there any benefits you could eliminate and beef up your health care and supplement life, STD, • Shelly – Health care plan design is more than just a one year in advance strategy. If you are going to implement an HSA or HRA or other tactic, you must create a pathway or planning strategy for implementation. The employee must be educated on how they will be required to manage their own health care. Employees must turn into CONSUMERS of health care.

12. Question:Recruitment and Retaining qualified candidates (in rural area); how to keep employees engaged in their jobs (Nicky Taylor & Christine Angiocchi & Linda Bartlett)

13. Issue: Holding employees accountable, while using coaching as an opportunity for improvement, not as punishment (Sharon Ceglie)

14. Issue: Increasing 401k participation; What’s needed to keep employees informed of PPACA(Lynn Simpson)

15. Question: MSDS-moving to a new system (Renae Hedelius)

16. Question:Arrests and convictions; Criminal backgrounds and the EEOC (electronic record-keeping guidelines) (Jill Greene & Margaret Gulinska)

17. Question: Health Care, how is Michigan doing? (Theresa Turula)

18. Question: PTO issues; bonuses (TarraEnochs)

19. Question: Pay rate for labor, health care (Diane Hoffman)

20. Question:High School recruiting; operators (RenaeHedelius)

21. Additional Questions?

22. Thank you! The next HR Member Exchange will be: Friday, July 19 at 11 AM